This contract shall be in effect
from ten (10) working days after the date of ratification or July 1, 2005,
whichever is later, and shall continue until and including June 30, 2007 and
shall be considered renewed from year to year thereafter unless either party to
this agreement notifies the other party in writing on or before March 30, 2007
of its desire to modify or terminate this agreement.

2. ARTICLE 11 MISCELLANEOUS CONTRACT PROVISIONS

New Section 11.4. DEPENDENT PARTIAL TUITION WAIVER

Delete Memorandum
of Understanding and Replace with:

Subsection
A. Permanent employees must be employed
at least ¾ time for five or more consecutive years before being eligible for a
dependent tuition waiver benefit. Employees who utilize the faculty and
staff tuition waiver are not eligible for a dependent tuition waiver during the
same academic term. Only one dependent may utilize the dependent tuition
waiver in an academic term. A dependent includes the employee’s spouse,
and financially dependent children as defined by the Internal Revenue Code who
are unmarried and under age 24.

Subsection B. The tuition waiver
benefit for dependents shall be for 50 percent of the residential
tuition. In no case may registration, course fees or any other mandatory
or miscellaneous fees be waived. Dependents may utilize the tuition
waiver benefit to take courses at a college of technology or in any other
two-year or certificate programs and to obtain a first baccalaureate degree at
any unit of the university system. Dependents may not use the tuition
waiver benefit to attend law school or obtain a graduate degree. The
tuition waiver does not apply to non-credit, continuing education or other
self-supporting courses.

3.ARTICLE 12 GRIEVANCE PROCEDURE AND
ARBITRATION

12.2 Procedures for Filing
Grievances

Step 3. If the grievance has not been settled at
Step 2, then within ten (10) days after receipt of the personnel office’s
written decision the bargaining agent may submit a written request to the
Commissioner of Higher Education to have the grievance heard by a grievance
committee. Upon receipt of such
request, the Commissioner of Higher Education shall appoint a committee
comprised of two (2) members selected by management and two (2) members
selected by the bargaining agent to hear the grievance. No employee of the unit from which the
grievance originated may be selected by management or the bargaining agent to
serve on the committee. The grievance
committee shall conduct the hearing at the unit from which the grievance
originated and shall arrive at a decision within ten (10) working days
following the date upon which the grievance is heard by the committee. Any decision concurred in by a majority of
the members of the grievance committee is final and binding and may not be
appealed to arbitration.

4. ARTICLE 5 COMPENSATION

5.4 INSURANCE COVERAGE

The employer contribution to
health insurance for full-time and permanent part-time employees working twenty
(20) or more hours a week shall be $506.00 per month for the fiscal year ending
June 30, 2006 and $557.00 per month for the fiscal year ending June 30, 2007.
Permanent half-time employees and employees who regularly work more than six
(6) months in any twelve (12) month period are eligible for coverage under the
Montana University Group Health Insurance Program. The employer will continue to make insurance contributions on
behalf of employees for up to four (4) months while an employee is on a workers’
compensation leave of absence as a result of an injury sustained while employed
at a unit of the university system.
Once an employee has received four (4) months of the employer
contribution to health insurance while on a workers’ compensation leave of
absence, the employee must wait an additional two (2) years before becoming
eligible to receive this benefit for a second time.

5. ARTICLE 11 MISCELLANEOUS
CONTRACT PROVISIONS

New 10.6 PRESCRIPTION SAFETY GLASSES

Prescription safety glasses will
be furnished by the employer subject to the following conditions: the employer retains the authority to
determine the need based on assigned job duties and establish reasonable rules
and procedures regarding frequency of issue, replacement of damaged glasses,
limits on reimbursement costs and coordination with the employer's vision plan.

6. ARTICLE 5 COMPENSATION

5.5 RETIREMENT

Employees’ participation in the
statutory public employees retirement programs shall be in accordance with
statute. Employees who have questions
concerning their retirement should contact the campus human resources/payroll
office.

7. ARTICLE 9 PROBATION AND
DISCHARGE

New 9.3 EMPLOYEE RECORDS

The
official personnel records for each employee shall be maintained in the Human
Resource office. Employees shall have
the right to review all materials within their personnel file upon reasonable
request during regular business hours in the presence of a management representative. The employees may authorize a union
representative to review their record upon submission of a written
authorization to a management representative and in the presence of a
management representative.

No other
official personnel record will be kept by supervisors or management
representatives. This provision shall
not restrict said individuals from keeping administrative records with regard
to employee action or transaction.

Before
placement in the official personnel file of any material that is defamatory or
derogatory in nature, the employee shall be supplied a copy of said material
and allowed five (5) working days to respond after receipt of said material.

Written
reprimands shall be removed from the personnel file after one year, upon
request of the employee. If the written
reprimand is to remain in the file for longer than six (6) months, the employee
will be provided an interim written progress report by the supervisor within
six (6) months from the issuance of the written reprimand. Written reprimands that are applicable to
pending legal or quasi-legal proceedings may be retained in a separate
file. Upon conclusion of the legal or
quasi-legal proceeding, the written reprimand shall be destroyed. Written reprimands are subject to the
grievance procedure.

8. ARTICLE 5 COMPENSATION

5.1
PAY SCHEDULE

The pay schedule which establishes the rate of employee
compensation is included in Addendum A and is hereby incorporated into this
agreement. Employees will be classified
and compensated in accordance with the Montana University System Staff
Compensation Plan. DELETE Section 5.2.

5.8 TEMPORARY ASSIGNMENTS TO HIGHER
CLASSIFICATION

Employees may be temporarily
assigned the responsibilities of a higher classified position for reasons
deemed appropriate by the appointing authority. An employee so assigned shall be notified in writing at the beginning
of the assignment as to the anticipated duration of the temporary
promotion. The employee will return to
his/her former position and salary at the end of the temporary promotion. Employees temporarily assigned to a higher
classified position shall be paid in accordance with the Montana University
System Staff Compensation Plan rules.
Employees may be temporarily assigned to a higher graded position in
accordance with this section for up to two (2) consecutive working days before
becoming eligible to receive a temporary salary increase. In such instances, employees will be paid
from the first day.

9. ADDENDUM A WAGES

Wage Increases:

1.Effective October 1, 2005, all employees hired on or before
September 30, 2005, shall receive a base pay raise of 3.5 percent or $1,005
annually, whichever is greater. After
application of the 3.5 percent or $1,005 annual pay increase, any employee
making less than $8.25 per hour shall be increased to $8.25 per hour.

2.Effective October 1, 2006, all employees hired on or before
September 30, 2006, shall receive a base pay raise of 4.0 percent or $1,188
annually, whichever is greater.

3.In addition to the salary increase specified above,
employees may be eligible for additional forms of compensation as outlined in
the Montana University System Staff Compensation Plan such as: lump sum bonuses, strategic pay, career
ladder progression pay, and in-range progression pay.